Terms and Conditions

Version 2026-10-26 · Singapore and Malaysia

1. Who operates OpenDoor

OpenDoor.Network is operated by W Creates Digital Pte. Ltd. (“we”, “us”). Contact hello@opendoor.network for service questions, complaints or suspected scams. These terms apply to candidates, employers, authorised team members and integration users. Our Privacy Notice explains personal data processing.

2. Accounts and authority

Provide accurate information, keep access credentials private and use only accounts you are authorised to manage. Employer representatives must have authority to act for the company. Do not impersonate others, misrepresent a company or share candidate information with unauthorised people. Tell us promptly if access is compromised. Use the service only if you can enter a binding agreement under applicable law; otherwise obtain appropriate guardian or representative authorisation.

3. Our role and applications

We provide job advertising, profiles and application tools. An account, listing or verification label does not guarantee identity, safety, employment, salary or suitability. Employers make hiring decisions and remain responsible for lawful recruitment, employment conditions, work permission and their processing of applicants’ information. Candidates should independently check employers and offers. We do not promise an interview or job. Do not pay a purported recruiter to secure a vacancy or disclose banking passwords or one-time codes.

4. Candidate information

Submit information you have the right to share. Review your profile, résumé and answers before applying. An application shares a snapshot with the relevant employer and its authorised recruitment systems. Updating your profile does not automatically replace an earlier application or copies already lawfully held by an employer. Account marketing choices are independent of applications.

5. Employer obligations

Advertise genuine, current vacancies with accurate company details, work location, salary range, currency, pay period and requirements. Do not post fraudulent, discriminatory, misleading or unlawful advertisements, prohibited fees, investment schemes disguised as jobs, or offers involving unlawful activity. Process candidate data only for notified, lawful recruitment purposes; restrict staff access, protect exports and respect applicable retention and rights requirements. Do not sell candidate data, use it for unrelated marketing or train AI on it without an appropriate lawful basis and notice. Employers are responsible for their connected HR providers and access tokens.

6. AI assistance and integrations

W Creates AI provides optional drafting assistance. Outputs may contain errors or bias; verify facts and review drafts before saving, publishing or sending. Do not submit unnecessary sensitive information or other people’s confidential data. AI does not make hiring decisions for you. Integrations have separate provider terms, permissions and availability. Connect only authorised systems, use minimum necessary access and revoke tokens when no longer needed.

7. Fees and service availability

Candidate accounts and applications are free at launch. A paid feature is available only when expressly enabled with a clear price, currency, taxes, duration, renewal and cancellation terms before purchase. A future pricing change does not itself authorise a charge. No employment outcome is guaranteed by a purchase. Availability, feature limits and support may change; we will give notice where required and honour mandatory consumer rights. Test checkout is not a live payment service.

8. Content and acceptable use

You retain rights in your content and give us permission to store, format and display it as needed to provide the service and your chosen sharing. Respect others’ intellectual property. Do not scrape restricted data, bypass access controls, introduce malware, spam users, abuse APIs or attempt to access another company’s information. Public content may appear in search engines. We may review, restrict or remove content and suspend access where reasonably necessary to investigate abuse, protect users or comply with law. Contact us to request review of a restriction.

9. Closing accounts and complaints

Request account closure, correction or deletion at hello@opendoor.network. We may verify the request before acting and retain information where necessary for legal duties, fraud prevention or disputes. Closure does not automatically erase employer-held application records. See the Privacy Notice for details. Report misleading vacancies or privacy concerns using the same contact.

10. Responsibility and disputes

We take reasonable care in providing the service but cannot guarantee uninterrupted access or the accuracy of third-party content. To the extent permitted by applicable law, we are not responsible for losses caused by an employer’s hiring decision, a user’s false information or an external provider outside our reasonable control. Nothing excludes liability that cannot lawfully be excluded, mandatory consumer protections or statutory privacy rights. Contact us first to resolve disputes. Singapore law governs these terms subject to mandatory laws and remedies applicable in your country, including Malaysia. Jurisdiction and enforcement remain subject to those mandatory rights.

11. Advertising, review and sponsored visibility

We may request evidence of company registration or authority to recruit before approving a company or vacancy. Review indicators describe the checks actually performed and are not government endorsement, a background check of every representative or a guarantee against fraud. A paid listing or sponsored label, if enabled, relates to visibility only. It does not establish candidate suitability or guarantee impressions, applications or hires. Search results may be affected by keyword and location matching, publication dates, filters and clearly labelled sponsored placement. We do not promise exhaustive coverage of available jobs.

12. Confidentiality and recruitment communications

Employers must restrict applicant access to staff and processors who need it for the notified recruitment purpose. Protect downloaded records, API responses and private notes with suitable access and retention controls. Do not request account passwords, unnecessary identity documents, sensitive information unrelated to a lawful recruitment requirement or payment to obtain a job. Recruitment messages must be relevant and lawful. Candidates and employers should use their own judgment before sharing additional documents or moving conversations outside the portal.

13. Content rights and complaints

The limited permission to use uploaded content allows us and our authorised processors to host, transmit, format and display it for your chosen service features. It does not transfer ownership or give other users unrestricted reuse rights. You must obtain permission for third-party content, company logos and information about referees or colleagues. Our brand, interface and original materials remain protected by applicable intellectual-property law. To report infringement, identify the content, its location, your rights and a way to contact you. We may preserve relevant evidence and give affected parties a reasonable opportunity to respond where appropriate.

14. API and AI access

Company integrations may access only the company and permissions authorised for that connection. Never include a private token in public code or give it to an unapproved person. Access limits and revocation apply even if an external integration caches earlier records; the account owner must address those copies with the recipient. AI suggestions may be incomplete or unsuitable and must not be used as the sole basis for employment decisions. Do not infer protected characteristics or use automated profiling to unlawfully exclude applicants. Published salary benchmarks are dated statistical comparisons, not a promise of an offer, a personalised valuation or professional advice.

15. Suspension, termination and continuing obligations

You may stop using the service and request account closure. We may restrict access for a material breach, credible security risk, suspected fraud or a legal obligation, taking proportionate action where practicable. We may act immediately where necessary to protect people or systems and explain the action when lawful and appropriate. You can contact us to request review. Accrued payment obligations, confidentiality, lawful record retention, intellectual-property rights and dispute provisions continue where their nature requires. Ending access does not remove rights or obligations that already arose.

16. Orders, cancellations and mandatory rights

Any enabled paid service must identify the seller, currency, taxes, service period, renewal arrangements and cancellation or refund conditions before purchase. A payment receipt is not a hiring guarantee. Report suspected billing errors promptly so we can investigate; statutory complaint periods and remedies remain available. We do not use these terms to authorise an unannounced recurring charge or to remove a refund or cancellation right provided by mandatory law. Candidate premium features are not offered at launch. Employer feature limits and future paid proposals do not amount to a purchase commitment.

17. General provisions

If a provision is unenforceable, the remaining terms apply to the extent lawful. A delay in enforcing a right is not a waiver. Any transfer of operation or relevant rights remains subject to applicable law, existing user rights and privacy protections; it does not create consent for unrelated marketing. These terms, any expressly accepted order and feature-specific terms govern the corresponding services. If they conflict, an expressly agreed feature-specific provision applies only to that feature, subject always to mandatory law. No term creates an employment, agency, partnership or fiduciary relationship between a candidate, employer and the portal merely through use.

18. Updates and contact

We will publish updated terms with a version date and communicate material changes where appropriate or legally required. New consent will be requested where required for a new data use. Changes do not retrospectively authorise unrelated use of your data.